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Why You Should Take on More Stretch Assignments

• Jahna Berry

Research shows the stakes are higher for marginalized communities, but the opportunity is usually worth it.

Stretch projects require skills or knowledge beyond your current level of development and are great opportunities to shine in a new arena. This is also why they can feel so scary, especially for workers at the intersections of race, class, gender, sexuality, or other dimensions of diversity. Research shows us that women, people of color, and members of the queer community are punished more heavily when they make mistakes. As a result, you may feel pressure to perform perfectly, and be less averse to taking on the risk of a stretch assignment. The good news is that handling this kind of unfamiliar work is a skill that you can learn and refine — and it’s a great way to advance your career. Here’s how to get started.

• Shift your negative self-talk. When you’re feeling overwhelmed by self-doubt, pause, and take some time to reflect. Write down all of the times that you tried something new and figured it out. This will give your mind the “evidence” it needs to prove that you’re capable of taking on challenges.
• Get clarity. At the very start of your project, seek to gain clarity around your manager’s expectations, important deadlines, specific goals you need to hit within those time frames, and any important stakeholders you need to keep in the loop along the way.
• Do a listening tour. Schedule meetings with each of the key stakeholders your manager named. When reaching out, explain the project you’re leading and what information you want to learn from them. Use your meeting to do three things: communicate transparently that you are not an expert in the area yet, show sincerity that you are interested in learning more about it, and give the people who are experts a chance to showcase what they know.
• Trust your gut. Don’t let your fear of failing overcome your intuition. Write down all of the times you had a hunch to do something, but against your better judgment, you didn’t do it. In the end, if you found yourself saying “I knew better,” that initial hunch was your intuition. Remember this feeling, and trust it the next time it comes around.

You raised your hand for a stretch project, and — congratulations! — you’ve bagged the assignment. As an emerging leader, you were hoping to show your drive and ambition, but now that you have the opportunity, you’re terrified.

• JB Jahna Berry is an award-winning journalist and has written about leadership for Mother Jones and OpenNews. She  was a featured speaker at events for the National Association of Gay and Lesbian Journalists, WIRED, University of Missouri’s School of Journalism, and the News Product Alliance. She is the Chief Operating Officer at Mother Jones.

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The power and purpose of stretch assignments in career advancement

January 19, 2024

What are stretch assignments?

Stuck in a career rut? Feel ready to push boundaries and expand your skill set? Or do you feel ready for more and need the right opportunity to prove it? Enter stretch assignments: challenging projects to propel individuals beyond their comfort zones and ignite career growth. They are professional boot camps offering opportunities to lead cross-functional teams, tackle complex problems, or master entirely new skills.

These aren't just resume fillers; they're springboards to professional advancement. Discover hidden talents, impress key stakeholders, and watch your career ascend. Embrace the learning curve, the inevitable stumbles, and the thrill of overcoming them. It's an investment in your professional future, with the potential to unlock your full potential and take your career to the next level.

Ready to dive deeper? This article will guide you to identify the perfect stretch assignments for you, navigate their challenges with poise, and leverage them for maximum career impact:

• The power of stretch assignments: How they can help you get ahead in your career

The purpose of stretch assignments: How employers can use it to discover employee potential

Navigating the challenges of stretch assignments, fast-track your career with airswift, the power of stretch assignments : how they can help you get ahead in your career.

The power of stretch assignments lies in their ability to propel individuals beyond their comfort zones, acting as catalysts for continuous learning and growth.

These challenging projects develop new skills, boost confidence, enhance visibility, and open doors to unexpected career paths, ultimately shaping a dynamic and resilient professional journey.

Developing new skills and expertise

Learning new things is crucial for professional growth, and stretch assignments are like rocket fuel. These challenging tasks push you outside your comfort zone, forcing you to break free from your usual routine and pick up new skills.

Whether mastering a new software tool, leading a team on a project, or honing your communication skills, stretch assignments make you a more well-rounded professional.

Imagine an IT pro tackling a complex project with a diverse team. They conquer the technical aspects and learn essential project management skills like planning, budgeting, and delegation.

This experience broadens their skills, making them adaptable and ready for any challenge. By the end, they're not just technical whizzes but a well-equipped leader.

The benefits go beyond the individual. When employees learn and grow, the whole organisation thrives. A dynamic workforce with diverse skills and fresh perspectives sparks innovation and continuous improvement.

Those who embrace stretch assignments become valuable assets, bringing new ideas and approaches. This collective growth makes the organisation agile and competitive, able to navigate the ever-changing professional landscape.

Boosting confidence and growth mindset

Tackling challenging tasks is like dipping your toes into a chilly pool – it might be scary at first, but it can feel amazing on the other side. Stretch assignments are challenging projects that push you beyond your usual routine and comfort zone. But here's the thing: they're also powerful tools for building confidence and a growth mindset.

Imagine conquering a complex project you initially felt unsure about. That triumphant feeling? That's the confidence blooming! It's not just about mastering new skills for that specific project; it's about realising you can tackle anything you want.

Overcoming hurdles builds resilience and leaves you feeling like you can take on anything the professional world throws your way.

Stretch assignments are like personal cheerleaders for this way of thinking. They encourage you to see challenges as chances to learn and grow instead of walls to block progress.

Your talent and skills matter, sure, but renowned psychologist Carol Dweck says it's your approach that makes the difference. By embracing this, you will take a major step towards conquering career obstacles such as impostor syndrome .

So, always remember, with this combination of stretch assignments and a growth mindset, you're not just getting skilled up. You're developing a "can-do" attitude that keeps you learning and adapting.

Enhancing visibility and reputation

Taking on a challenging project at work can feel like stepping into the spotlight. Stretch assignments, often involving high-impact tasks or leadership roles, are your chance to show off your skills and make a big impression.

Imagine a marketing whiz leading a complex campaign. Everyone sees their talent in action as they navigate deadlines, budgets, and creative hurdles. Their success doesn't just boost their confidence; it gets noticed by colleagues, bosses, and even other departments. This "buzz" about their abilities opens doors to exciting opportunities: promotions, invitations to key meetings, you name it.

The more individuals tackle tough assignments and deliver results, the more they're seen as competent and proactive. This builds a strong reputation and paves the way for a brighter future within the company.

Completing a stretch assignment isn't just about learning new skills. It's about showcasing your potential and launching yourself towards the next level.

Discovering new career paths

Think of stretch assignments as stepping stones leading beyond your usual work routine. They're your chance to explore different corners of your field, like trying on different shoes to see which fit best. Working on cross-functional projects or tackling tasks outside your comfort zone gives you a taste of what different roles involve.

Imagine an engineer on a cross-functional project suddenly fascinated by product development. Who knew they had a hidden passion for turning ideas into things? This newfound exposure broadens their skills and opens their eyes to exciting career paths they have never considered before.

These discoveries can lead to some amazing things. Our engineer fired up about product development, might start seeking out roles that let them build and craft things. They might seek promotions, ask for projects that align with their new interest, or even create initiatives that blend their existing skills with their newfound passion.

Stretch assignments don't just expand your skillset; they can be the spark that ignites your career and leads you to something you truly love.

Businesses in today's dynamic landscape understand that their greatest asset is their products and their people. To nurture talent, unlock hidden potential, and build a workforce equipped for the future, forward-thinking employers are turning to a powerful tool: stretch assignments.

The purpose of stretch assignments is to transform employees into well-rounded professionals by immersing them in challenging tasks and fostering continuous learning, innovation, and leadership readiness—ultimately creating a workforce that is adaptable, creative, and prepared for the dynamic demands of the business world.

Let's delve deeper into how stretch assignments serve this critical purpose, transforming individuals and fuelling organisational success:

Investing in employee development

Smart companies know their greatest asset is their people. That's why they invest in stretch assignments – challenging tasks that push employees outside their comfort zones. It's like giving them a mini adventure to explore new skills and areas of their work.

Why? Because continuous learning and development are crucial for both the employee and the company. Employees who tackle tough challenges build new skills, gain confidence, and discover hidden talents. This makes them more adaptable and ready for anything the business world throws their way.

For the company, it's like building a stronger team. A diverse skillset across the board means the whole company is more flexible and able to handle change. It sparks creativity and innovation, helping them stay ahead of the competition in this fast-paced world.

Take companies like Google and IBM . They're champions of stretch assignments, and it shows. Their employees get to work on exciting projects, develop new skills, and explore different corners of their roles.

This makes them happier and more engaged and builds a culture of learning and adaptability that keeps the company thriving.

Fostering innovation and creativity

Stepping outside your comfort zone can feel scary, but it can also be incredibly creative. This is precisely what stretch assignments are about – pushing you to tackle new challenges and think outside the box.

Your brain must flex its creative muscles when you're not stuck in the usual routine. You start seeing problems from different angles and coming up with fresh solutions. Imagine a tech company bringing designers, engineers, and marketers together for a cross-functional project.

Suddenly, ideas are bouncing around like ping-pong balls! This clash of perspectives often leads to groundbreaking inventions, like a new gadget you never even knew you needed.

Hence, stretch assignments aren't just about learning new skills and sparking innovation. They create an environment where everyone feels encouraged to experiment and explore .

By stepping outside their comfort zones, individuals contribute to the company's success, discover hidden talents, and unleash their creative potential.

Preparing for future leadership roles

Thinking about taking the helm one day? Stretch assignments are like your leadership training ground . They let you test your skills on challenging projects, like a mid-level manager heading up a high-impact initiative.

Not only do you tackle tough problems, but you also learn to guide and inspire a team towards success. It's hands-on leadership experience preparing you for the captain's chair.

These challenging projects are like obstacle courses for your leadership skills. You'll face tough decisions, navigate uncertainty, and learn to bring your team together. It's like building a well-rounded toolbox for all things leadership, preparing you for bigger roles down the line.

Think of it as an audition for future leadership opportunities. Stretch assignments show your potential, letting everyone see your ability to handle pressure, make smart choices, and motivate others.

This real-world experience makes you a star team member and a potential future leader.

Cultivate your future leaders with Airswift's Global Employment and Mobility (GEM) ; we personalise your search for professionals to build your organisation's human capital pipeline.

Navigating the challenges of stretch assignments involves acknowledging common fears and imposter syndrome. Still, individuals can confidently tackle challenges and turn them into meaningful personal and professional development adventures by reframing these concerns as opportunities for learning and growth and building a strong support system with mentors and colleagues.

Overcoming fear and imposter syndrome

Taking on a big challenge can feel scary. You might worry about failing or feel like you're not good enough. These feelings are normal. Fear and "imposter syndrome" (that voice telling you you're a fraud) are common, but they don't have to stop you.

The key is to remember that stretch assignments are about learning, not just getting everything right. Think of them as adventures to explore new skills and areas of your work. So, instead of focusing on failure, focus on growth. Celebrate small wins and enjoy the journey!

Talking to others can also help. Mentors have been there before and can offer advice and support. They can share their stories about overcoming challenges and help you set realistic goals. Building a support network can make even the toughest stretch assignments feel manageable.

By facing your fears and reframing how you think about stretch assignments, you can turn them into opportunities for personal growth and confidence.

Finding the right stretch assignment for your needs

Choosing the right stretch assignment is like finding the sweet spot between a comfy sofa and a cliffhanger. You want it to challenge you but not send you tumbling. And ideally, it should be something you're interested in, too.

Think about your skills , what you're good at, and what you'd like to learn. Then, look for projects that stretch those muscles without overwhelming you. Don't forget about your passions and long-term goals. Pick something that excites you and helps you move towards your dream career.

This way, the challenge won't just feel good; it'll feel meaningful. And if you can't find the perfect fit, don't be afraid to create it! Talk to colleagues, propose new ideas, and show your boss you're proactive.

Many companies have resources to help you find the right stretch assignment. Human resources might offer career development frameworks like maps for your professional journey. They can show you what skills you need for different roles and suggest projects that match your interests.

Mentors can be another great source of advice. They've been there, done that, and have the wisdom to guide you. Ask them about their career paths and see if they can suggest any stretch assignments that fit your goals.

By combining self-reflection, company resources, and mentorship, you can choose a stretch assignment that's both challenging and meaningful. Remember, it's not just about the destination but the journey of growth and discovery.

Building support systems

Taking on a big challenge can feel like scaling a mountain alone. But you don't have to do it by yourself! Having a support team by your side makes all the difference.

Think of your mentors as Sherpas, guiding you through unfamiliar terrain and sharing their wisdom. They've been there before and can help you navigate any tricky bits. Your colleagues are like your fellow climbers, lending a hand and sharing their perspectives. And your supervisor is the base camp, providing resources and motivating you.

Open communication is key. Talk to your team about your goals, worries, and successes. Mentors can offer advice, colleagues can bounce ideas around, and your supervisor can ensure everything aligns with the company's vision. This teamwork makes the climb way more enjoyable!

Smart companies set up mentorship programs where you can learn from experienced pros. They create peer networks where you can share and learn from each other. They ensure regular check-ins with your supervisor, so you always have someone to talk to and keep you on track.

With this robust support system, you can conquer any stretch assignment. Remember, you're not alone – your team is right there with you, cheering you on every step of the way.

In summary, the power and purpose of stretch assignments in career development are undeniable. These experiences offer many benefits, from skill development and boosted confidence to enhanced visibility and unexpected career paths. Despite the challenges, individuals are encouraged to embrace stretch assignments as opportunities for growth, learning, and career advancement .

As Eleanor Roosevelt aptly said, "Do one thing every day that scares you." Individuals genuinely step into their full potential through these challenges and achieve remarkable professional growth.

Ready to take your career to the next level? Airswift's job portal offers the boost you need. Find the perfect fit for your ambitions, be it:

• Exciting Challenges: Dive into stimulating projects and refine your skills.
• Leadership Growth: Climb the ladder with tailored support and mentorship.
• Smooth Transitions: Navigate career changes with expert guidance and a supportive network.

Connect with Airswift today and unlock a world of possibilities.

This post was written by: Diyaa Mani, Content Marketing Coordinator

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Stretch Assignments: What Are They and Is Your Employee Ready For One?

Stretch assignments are a cornerstone of a strong employee development plan. A statement that is backed by a number of research studies. In one conducted by the Harvard Business Review of 823 executives, it was found that 71% of respondents said stretch assignments had the biggest impact on unleashing their potential. In another, this one conducted by Korn Ferry , stretch assignments were named the most valuable developmental experience, ahead of things like mentoring, classroom training, 360-degree assessments, and even exposure to senior leaders.

An intentional and strategic stretch assignment can go a long way in accelerating an employee’s development or supporting the trajectory of their career at your organization, though their success relies heavily on the one assigning the task - their leader.

In the following article, you will learn more about what stretch assignments are, what they are not, how to tell when an employee is ready for one, and more. Let’s begin.

What are Stretch Assignments?

While there are countless ways to define a stretch assignment, the following definition from BeLeaderly perfectly sums it up for the purposes of this article: “Stretch assignments are temporary, internal learning gigs that simultaneously offer an employee a chance to develop new skills while helping the organization solve a real business problem.”

Most commonly, stretch assignments are implemented to prepare an employee for an upcoming promotion, engage a high-performing employee, encourage skill development, or evaluate an employee’s level of interest or aptitude for another role.

As the name implies, stretch assignments mean they “stretch” or challenge an employee to think and act outside their comfort zone or day-to-day job. But what exactly makes a stretch assignment challenging ?

• It presents employees with an unfamiliar challenge
• It challenges an employee to create change
• It gives an employee a high level of responsibility
• It challenges an employee to work cross-functionally

At this point, it is important to define what stretch assignments are not. Stretch assignments are not a chance for you to hand off work you do not want to do. They should also not be what Korn Ferry calls “glass-cliff projects.” According to them, “stretch assignments and glass-cliff projects both involve some risk and often include crisis situations, but one is about building your skills and the other is about proving your worth, despite your many successes. One is encouraging; the other is an affront.”

4 Signs Your Employee Is Ready For a Stretch Assignment

Of course, there is a fine line between “stretching” or challenging an employee and overwhelming them. To help you distinguish if an employee is ready for and can handle a stretch assignment or not, here are a few key things to consider: 

• Their Track Record An employee who is ready for a stretch assignment and can handle it will not only have a history of successful projects and good performance, but will have a track record of asking for help when they need it, respecting boundaries, proactively seeking learning opportunities, and taking accountability for their actions (whether good or bad). These behaviors show a level of discretion that is imperative to the success of a stretch assignment, where an employee is outside of their comfort zone.
• Their Engagement According to Gallup , “engaged employees are highly involved in and enthusiastic about their work and workplace. They are psychological ‘owners,’ drive high performance and innovation, and move the organization forward.” Whereas, “actively disengaged employees aren't just unhappy at work - they are resentful that their needs aren't being met and are acting out their unhappiness. Every day, these workers potentially undermine what their engaged coworkers accomplish.” Fortunately, stretch assignments are an ideal chance to further engage already engaged employees and those bordering on disengaged. You should be quite certain that the individual you will give the assignment to will see it as a positive opportunity and be willing to do their best work, not just because they have to, but because they want to.

An employee who has been given a stretch assignment is going to need your support more so than they would for their everyday job. Therefore, before you give a stretch assignment, be sure you have the availability and capacity to proactively support your employee from start to finish. 

• Your Relationship Given the nature of stretch assignments, there is always a risk of failure and for some employees, failure is hard to handle even if it is a valuable learning experience. That is why it is so important to have a relationship built on trust before delegating a stretch assignment. Your employee needs to feel comfortable sharing their challenges and questions without fear of judgment, or else they might try to “go at it alone,” which is ultimately where people get themselves into trouble.

2 Major Things to Be Aware of With Stretch Assignments

• Stretch Assignments Should Not Impede An Employee’s Day-to-Day Job As a leader, you need to closely monitor the progress of a stretch assignment, the well-being of your employee, and the health of their day-to-day roles and responsibilities. If your employee is suddenly working an exorbitant amount or is showing signs of burnout , then you need to be prepared to step in. While the stretch assignment is important, it should not put your employee's core roles and responsibilities , not to mention their wellbeing, at risk. If this becomes an issue, use it as a learning opportunity to help the employee identify their signs of burnout and set boundaries .
• Stretch Assignments Need to be Fairly Distributed The unfortunate reality is stretch assignments are not always fairly distributed and accessible to all employees. This was highlighted in a study from BeLeaderly , which found that “women are less likely than men to receive challenging stretch assignments.” The report noted that “when stretch assignments are unclear, unadvertised, and unevenly offered, it makes women hesitate even more to pursue them. On the other hand, taking an open, equitable approach to stretch opportunities can create a thriving internal gig economy - one that’s accessible to all. This not only helps employees advance in the short term, but it can also set the course for diversifying, and therefore strengthening, your leadership ranks in the long term.” So, how can you ensure the distribution of stretch assignments is fair? According to a report by Catalyst , they recommend leaders link the distribution of stretch assignments to performance reviews, review the allocation of stretch assignments to ensure equitable distribution among women and equity-seeking groups, as well as consider providing new hires with a stretch assignment or assigning new hires to a team working on a stretch assignment. 

Employees who are given a stretch assignment will require more support, guidance, and encouragement than an average employee. Though the effort is well worth it as stretch assignments contribute to employee engagement, morale, satisfaction, productivity, and success, which in turn contributes to your success as their leader. It’s a win-win!

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What Are Stretch Assignments?

Why are stretch assignments beneficial.

• Catalyzes growth. These dynamic projects or tasks are designed to propel employees out of their comfort zones and catapult them into the realm of professional growth. By taking on unfamiliar responsibilities, employees are exposed to fresh challenges and opportunities to develop new skills and knowledge. It's like strapping a rocket to their career trajectory.
• Supercharges engagement and motivation. We all know that engaged employees are the heart and soul of any thriving organization. Stretch assignments inject a much-needed dose of excitement and purpose into the work lives of your employees. By entrusting them with challenging projects, you're sending a clear message: We believe in you. Their commitment, initiative, and creativity skyrocket, resulting in a turbocharged organization firing on all cylinders.
• Builds confidence and resilience. Stretch assignments give employees the perfect training ground for building confidence and resilience. As they conquer challenges and complete demanding projects, their sense of accomplishment skyrockets, boosting confidence levels and fueling a can-do attitude. Plus, the resilience developed through stretch assignments equips employees to navigate change and uncertainty with ease, making them valuable assets to your organization.

Types of Stretch Assignments

The skill-building extravaganza, the cross-functional adventure, the project of epic proportions, the innovation challenge, the client-facing expedition, how to implement stretch assignments in the workplace, step 1: align assignments with development goals, step 2: provide support and resources, step 3: set clear objectives and expectations, step 4: recognize and celebrate achievements, challenges associated with stretch assignments, challenge 1: the comfort zone conundrum.

• Understand the employee's perspective. Recognize that employees may be hesitant to take on stretch assignments due to various reasons such as fear of failure, lack of confidence, or concerns about work-life balance. Take the time to listen and understand their concerns before addressing them.
• Communicate the value . Clearly explain how the assignment can enhance their skill or broaden their experience and highlight the positive impact it can have on their career trajectory.
• Provide support and resources. Assure employees that they will receive the necessary support, guidance, and resources to succeed in the stretch assignment. Offer training, mentorship, and coaching to help them build the skills and confidence required for the task. Reassure them that you are invested in their success.
• Set realistic expectations .Ensure that employees understand the expectations and scope of the stretch assignment. Clearly define the goals, deliverables, and timelines involved. Break down the assignment into manageable steps and provide a roadmap for success. This will help alleviate concerns and make the assignment less daunting.

Challenge 2: Time and Resource Crunch

Challenge 3: skills gaps, challenge 4: balancing act, challenge 5: ensuring equity, evaluation and reflection, assess progress and outcomes, support reflection, refine and improve.

Brandi M Fannell, Ph.D.

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Berger Leadership Blog

How to structure effective stretch assignments.

You can set high expectations and work to motivate your team the right way, but an important component of that is ensuring the projects and responsibilities you develop to push your employees are developed in ways that set them up for success.

Leadership guru Julie Winkle Giulioni has a recent piece on stretch assignments. These assignments are intended to push employees past their comfort zone, but not so far that it breaks them. While each person will have varying tolerance levels for the discomfort and be motivated in different ways, she outlines four questions for leaders to consider in order to develop successful stretch assignments :

• What is the developmental purpose of the stretch assignment? One of my recent blogs covered the power of purpose . Understanding the "why" behind a stretch assignment is important. But you can't just detail how this assignment will benefit the company. Leaders must demonstrate how the skills and knowledge gained from completing it will be good for the employee long term. Work with the employee to identify their professional goals and connect those to the task at hand.
• What is the current level of skill, motivation, and resilience of the employee? It's important to understand the starting point. Think about your fitness goals – if you want to run a marathon by the end of the year, but you haven't worked out in weeks, you can't expect yourself to be able to run all 26 miles on Day 1. If you try, you'll likely become discouraged and give up on your goal. The same is true for stretch assignments. Recognize the gap in an employee's current skillset and where they want to be, as well as their resilience when facing obstacles .
• What experiences might offer the appropriate (but not excessive) level of challenge needed to grow? Establish checkpoints during the assignment that demonstrate growth. As the employee hits certain points, identify areas that can be enhanced to keep progressing. Giulioni offers options like adding complexity to a current task, increasing the level of responsibility, imposing new constraints, and challenging them to take on developing a new product or a project that has a sense of uncertainty.
• What resources will the employee need to ensure that the stretch delivers its desired developmental outcomes? There is an emotional toll of facing challenges, in addition to the organizational cost. Be ready to be a sounding board and offer your employee the guidance and encouragement needed to overcome obstacles. Leaders must also be willing to invest the resources – whether it's a new budget item, additional staff, or reconfiguring current responsibilities so they have time to devote to the stretch assignment.

Pushing your team and organization to new heights requires intentional effort to ensure it is done constructively and not to the detriment of your people. Considering these questions as you encourage growth and development will help you be successful in doing so.

Follow me on Twitter ( @BDanBerger )

About the Author

B. dan berger, president and ceo, nafcu.

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I’m a well-regarded planning technician in the Community Development Department of a mid-sized city.  I’ve been in my current position for three years and have mastered most of the technical aspects of my job.  I want to move up in my department but need exposure to other elements of planning, building, and development services, plus the opportunity to develop new knowledge and skills.

I believe that I have good potential, but I worry that others don’t see what I have to offer beyond my current position. 

So, how do I start?   Should I take some courses and workshops?  What do you suggest?

The fundamental question is, how do you accelerate your development.  The best way to accelerate your growth and development is through a series of stretching job assignments coupled with helpful and candid feedback or coaching.

What is a “stretch” assignment?

A University of Michigan School of Medicine paper provided the following definition:

“A stretch assignment is a project or task given to an employee which is beyond their current knowledge or skills level in order to ‘stretch’ the employee developmentally.  The stretch assignment challenges employees by placing them into uncomfortable situations in order that they learn and grow.”

What are the benefits of stretch assignments?

For employees, a successful stretch experience can

• Help you develop new technical and/or “soft” leadership skills.
• Provide new knowledge.
• Expose you to other areas of the department or other city services.
• Develop new relationships with internal and external stakeholders.
• Reshape other people’s perceptions of your capabilities.

For the organization, stretch assignments offer many benefits as well.  They provide

• Low-cost employee development. Stretch assignments cost little.
• Leadership “try-outs.” Special projects or team assignments can try out emerging leaders as formal or informal leaders.
• Succession development. Since a wave of baby-boomer professionals and managers are retiring from local government, organizations can’t wait for people to develop. We need to accelerate development now and identify possible successors.

What are some examples of stretch projects?

As a plan checker in the Community Development Department, a stretch assignment for you could be any of the following

• Participating in a department budget team.
• Researching new “green” development practices.
• Serving on a multidepartment team to develop a specific plan for a new growth area in the city.
• Evaluating with other staff members potential vendors of new software that tracks development applications and activities.
• Leading a small workgroup to identify best practices and make recommendations for a telework program or alternative work schedules for department staff.

What do I need to know about stretch opportunities?

Learn through doing. Both managers and their direct reports often believe that the best way to learn is to attend a workshop or class.  A seminar or class is an excellent way to develop a conceptual framework about new behavior, but it doesn’t create new behavior.  Only if you apply the material to your work does new behavior or authentic learning emerge.

Adults (as well as children) learn best through doing. A stretching job assignment immediately exposes you to new areas of knowledge and produces opportunities to learn new skills.  These kinds of special projects or team assignments accelerate your development if they are paired with feedback and coaching.  Constructive feedback helps you acknowledge mistakes or missteps and learn from them.

Seek the “sweet spot” of learning. When discussing a potential stretch assignment with your boss or others, seek the “sweet spot” of learning and development.  The sweet spot is when you have a 50-70% chance of success.  If your chance of success is only 40%, the project will tend to overwhelm you, and it will be too stressful.  With a 90% chance of success, the stretch project will be too easy, and you won’t learn anything new.

If a stretch assignment is in your sweet spot, you will be uncomfortable but not too uncomfortable.  Learning happens when you are uncomfortable but not overwhelmed or distressed.

Understand the ideal mix of development. The ideal mix of development is 70/20/10: 70% of your development activities should be learning through doing; 20% of your development should be getting coaching; and 10% should be classroom training or education.

Ensure adequate support. Before accepting a stretch assignment, you must ensure you have adequate support.  Adequate support comes in many varieties:

• Management support, such as the community development director communicating to department staff the importance of the project.
• Sufficient time for work on the project (this is a critical area of support).
• Any budget monies needed for the project.
• A good mix of people on your team if the project involves a workgroup.
• Someone in management who can help you overcome any obstacles that arise or otherwise provide guidance and feedback.
• Adequate decision-making authority within certain “guide-rails.”

Assuming you are offered a special project, you should negotiate adequate support before embarking on the project.

Ask key questions!  In her article " 15 Questions To Ask Before Accepting A Stretch Assignment " (Forbes. March 14, 2019) Jo Miller identified several themes, which include

Support from the top:  Always ensure that expectations are agreed on, and you have support from leadership. 

Work-life balance:  Work-life balance is important, especially in a career like local government that often requires after-hours investment of time. 

Is this something new?  When you take a stretch assignment, it's important that you stretch! If you're just adding more work of a similar level to your task list, that's only making more work. Make sure you're using new or different skills, or skills you want to brush up on, are meeting different people, or advancing the organization's goals beyond your usual scope. 

Keep one eye on the way forward:  If you set yourself up for success by answering all the questions in Jo's article, these assignments will be career-building. But, always ask if the investment if time will deliver a return, or otherwise "open more doors" in the paths ahead.

How do I secure a stretch assignment?

While your manager or another manager may approach you with a stretch project, don’t wait for someone to offer you the opportunity.  You must take charge of your own learning and career development.

Be on the lookout for opportunities

To seek out a stretch project, you must first ensure that you continue to handle your current job responsibilities successfully.  You won’t get new opportunities unless you are seen as a good performer in your current position.

Second, you must be on the lookout for new projects (and ask your colleagues to also be on the lookout for you).  Know the kinds of new challenges facing the city council, city manager, and the community development director, and keep your ears open for opportunities to participate as new initiatives begin to emerge.

Third, make it known that you’d like a stretch opportunity.  Have a development conversation with your supervisor and/or manager or other key managers inside and outside your department.  In a development conversation, you can discuss your career aspirations, new areas of knowledge or skills that you desire, new stretch assignments that may accelerate your development, and any support you may need.

Through these formal or informal development conversations, you want to “hook” the supervisor or manager on your development as an active supporter.  As part of the discussion, you should ask the manager to let you know of any new project opportunities.

Depending on your relationship, ask for the manager to “sponsor” or recommend you for the new team or project.

Ensure 2 + 1

To provide feedback as well as help in securing stretch opportunities, you must have support, especially from a formal or informal coach.

You should go beyond your immediate supervisor or manager who may serve as a coach.  The minimum number of coaches is 2 + 1.

For adequate coaching support, you need a formal or informal coach in your department who knows your work or the workings of the department.  You also need a coach in another city department who has a bigger picture view and a good feel for the organization and knows how things work.  These are the “2.”

In addition, you must have a coach outside the city organization who can provide advice and generally guide you.  That’s the “1.”

The coach outside your organization can suggest some involvements in professional associations in order to enhance your knowledge, skills, and network (see Career Compass #48 entitled “How Do I Benefit From a Coach?” ).

How do I maximize the stretch opportunity?

Here are some tips to leverage your stretch assignment:

1. Be an agile learner

Since you won’t be a subject-matter expert in your new assignment, be curious, ask questions, seek advice, and learn as you go.  For example, ask:

• Why is this special project important?
• What’s the “why” behind the effort?
• What do we all need to learn?
• What am I missing?
• What else should I consider?
• What would be a completely different approach for addressing the challenge?

2. Engage people in many conversations

Go out of your way to engage diverse people inside and outside the organization in conversation about the issue and the effort.  Listen and be open to the conversation.  By doing so, you will expand your perspectives and your network.

3. Try out new roles

As you engage in the project, try out some new roles.  For instance, if you are good at analysis, try out public speaking about the challenge and project (start in a safe environment).  Again, learning and skills-building happen when you get uncomfortable.

4. Leverage the assignment

Over-deliver if possible.  Over-delivering will get you future stretch projects and additional opportunities to learn and grow. 

(For other suggestions on how to maximize the stretch experience, see Jo Miller, “ 4 Ways To Execute a Stretch Assignment Like a Rock Star ,” forbes.com , Dec 16, 2017.)

A Catalyst for Growth

Stretch experiences coupled with helpful and candid feedback are catalysts for rapid career growth.  In addition to new learning, relationships and skills-building, stretching job assignments help people see you in a new light (see also Career Compass #52 entitled “Recasting My Rep ”).

These experiences shape other people’s perceptions of you that are more aligned with your potential and career aspirations. 

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Field Notes

A Daily Dispatch from the Front Lines of Leadership.

• April 11, 2023

The Confidence of Stretching Others

We’re never perfectly ready for assignments and roles that are beyond our current experience. Ones that depend on skills we have yet to fully master. 

But it is exactly those stretch assignments that prove our potential and accelerate our learning. Unless they are truly not ready, leaders who give team members the opportunity to stretch do them a huge developmental favor. 

But how does a leader know? 

Few people are fully ready to learn how to ride a bike or to swim, so they need the confidence of someone more experienced to push them and guide them toward success. The same is true in the workplace. 

Occasionally, stretch assignments are devoured by an ambitious team member. But for the most part, new and big challenges are met with trepidation. Good leaders expect that and offer the reasons they believe the team member is prepared for just such an assignment. They project a steady confidence in the skills of the team member and predict a resounding success. 

Just throwing people into the pool or on top of the metaphorical bike sounds like a good idea, but it can actually derail success. Before stretching others with a challenging assignment or problem, it is important to explore the idea with the team member. “I think you’re ready for this. What do you think?”

By exploring what the team member believes about their skills and talents relative to the assignment, leaders can appreciate whatever real reservations are in play.  They can then articulate precisely why they have confidence in the team member to succeed. 

Months or years later, it is this conversation that remains the most powerful inspiration. Hearing why a leader has so much confidence in a team member to suggest a stretch assignment is often a game changer. Sometimes, this conversation does more to galvanize the belief team members have in themselves than does the actual assignment itself. 

It is common for leaders not to express their true judgments about the talents and skills of those they lead. They don’t hold back as much as they lack the ideal forum through which to express the confidence and trust they have in others. Stretch assignments and the conversations to explore them offer the perfect stage for leaders to disclose exactly how they see the potential of their team members. 

This is one of the most important conversations between a leader and a valued colleague. It is essential not to miss it. 

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Unleashing Potential: How 3 Leaders Drive Career Growth With Stretch Assignments

While the phrase “the magic happens outside of your comfort zone” has been so oft-repeated it verges on cliche, it still remains true. 

In one’s personal and professional life, the comfort zone can be a healthy, reliable place. But a refusal to step out of it can hinder growth. By balancing comfort and consistency with new challenges and responsibilities, people can realize they’re capable of more than they expected — and become more willing to embrace the unknown. 

And the good news is the leap into uncharted territory doesn’t need to be a headfirst dive. 

Conversely, research on strategy formation in entrepreneurial settings conducted by Timothy Ott and Kathleen Eisenhardt showed that the most successful breakthroughs were the result of small steps, not massive strides. 

For leaders, providing team members with growth opportunities and sustained support is essential in seeing them realize their potential. By providing stretch assignments, employees can learn from failures and successes alike, and be exposed to the exciting possibilities that lie outside of their comfort zone. 

According to a Egon Zehnder’s survey of 823 international executives, 71 percent cited stretch assignments as pivotal in unlocking their potential in their careers. 

The results may speak for themselves, but a leader’s approach to supporting team members in this process is just as important as the employee’s willingness to execute it. 

At Amount , Evive and CSC Corptax , leaders are using stretch assignments to drive professional growth — and guiding and encouraging employees as they take on new challenges. 

Amount provides financial institutions with a point-of-sale financing suite and digital omnichannel retail banking experiences. 

Share an example of when you extended a stretch assignment to a direct report. What was the assignment, and how did you know the individual was ready to take it on?

An easy place to extend stretch assignments is in a project that is important to the organization and needs an additional resource. For example, one of my team members was contributing to our compensation planning process by providing raw data. As part of a stretch assignment, she was tasked with creating a new workbook that included data analysis, accruals and modeling various situations for our HR business partners to reference. This helped the HRBPs when coaching leaders on compensation decisions and conversations. I knew she was ready for this assignment because she had advanced Excel skills that weren’t being leveraged, she was eager to learn more in the compensation space and is someone who feels motivated and rewarded when helping the team.

How do you ensure that team members are not overburdened by stretch assignments and are supported throughout its completion? 

First, team members should be involved in designing the assignment. That way, they consider their strengths, growth areas, work responsibilities and anything else going on in their lives to create a plan and timeline that feels energizing to execute against. From the manager’s side, support via regular check-ins is key — not just about progress and being available for questions, but also dedicating the time for team members to reflect and share what they are learning. Communicating to team members that mistakes are expected and choosing a part of the assignment to do together is also super helpful!

Support via regular check-ins is key — not just about progress and being available for questions, but also dedicating the time for team members to reflect and share what they are learning.”

How can managers make sure that they take a thoughtful approach to stretch assignments so that they lead to growth — and not stress — for their assignees?

By nature, stretch assignments challenge employees by placing them in uncomfortable or new situations to learn and grow. So a little stress is to be expected and good! 

A thoughtful approach includes ensuring it is a well-suited development activity for that individual — typically high performers who show potential to drive impact and preparedness for a new role or promotion. It also includes shifting the responsibility of designing the assignment to the team members themselves and aligning the assignment to the team member’s career aspirations, growth areas and business needs.

Additionally, you must define the scope and expected outcomes, breaking it up into smaller pieces and tracking progress along the way. Leverage your performance system or use a shared doc for this. Finally, create accountability and provide support via coaching and feedback at regular check-ins and important checkpoints.

When there is clarity via a plan, alignment to the work, motivation to do the assignment and support from managers, stretch assignments will help employees channel the stress and discomfort of doing something new and challenging to grow.

CSC Corptax is a B2B software development company that provides corporate tax departments worldwide with technology-based tax solutions. 

One of my reports took on a stretch assignment to start a new design team. This was not an area he was familiar with, but I knew he was ready because he was doing a great job understanding people and helping to build camaraderie within a team. He was also asking the right questions and showing a willingness to research new information. And as I hoped, he was able to apply these talents in new ways to accomplish the stretch assignment successfully. 

His ability to understand the whole person helped him find the right people. The goal was to assemble a team, find the right people, create a new design process and foster team collaboration. I also tasked him with ensuring documentation was created to ensure future onboarding and knowledge transfer between the other teams.

How do you ensure that team members are not overburdened by stretch assignments and are supported throughout its completion?

It’s extremely important to be there for your team members. You don’t need to solve their problem for them, but you should be an available sounding board. Encourage them to talk it out, step back and break the problem into simpler parts. As a leader, it’s crucial to keep a cool head even when it seems like a lot is going on. The best way to deal with that is to step back, take a breath and simplify. Frequent check-ins like one-on-one meetings and an open-door policy ensure your team members can reach you.

It’s extremely important to be there for your team members. You don’t need to solve their problem for them, but you should be an available sounding board.”

How have stretch assignments paid dividends for team members at your company?

The most important part of a stretch goal is learning and growing. When you give team members difficult tasks, they may have incomplete information or find themselves outside their comfort zones. They will need drive, tenacity and innovation to accomplish the goal. Team members should seek to do what is difficult because even though they may fail, falling short can lead to many learning opportunities. Plus, they will grow from the experience.

If done right, even a failed stretch goal brings value and lessons learned that contribute to the team’s overall growth.

Healthtech company Evive helps employees take full advantage of their benefits through a data-driven platform complete with educational resources and recommendations.  

Throughout my career, I have given many stretch assignments to employees. One that stands out is a team member hired to help project manage client deliverables, who also showed an interest in our technical capabilities that went far beyond the expectations of their role. This included understanding how we received, ingested and reported on data as well as technical configurations like single sign-ons (SSOs). I assigned them the task of setting up an SSO between a client and vendor, including scheduling and leading calls, gathering requirements and submitting them to our engineering teams — all without the benefit of established processes or standard operating procedures! 

I knew this individual was ready for a stretch assignment due to a few factors. First, they excelled at managing their current workload. I never had to remind them to complete tasks within their job description and could depend on them to always hit deadlines. Second, they asked knowledgeable questions about the area of the assignment, demonstrating they had taken an active interest and would be more likely to succeed. And finally, the last was their willingness to learn and put themselves out there to do so.

It is obviously important that stretch assignments be given when there is capacity, so making sure the team member has the time and bandwidth is key. Outside of that, I find it helpful to do a couple of different things to support them. I will work closely with any outside team members that might be involved in the project — such as the project manager or mentor — and make sure that my team members are attending and participating in meetings, milestones are being met and that they remain engaged in the overall project. I will also carve out roughly 15 minutes of every other one-on-one meeting we have to check in on project progress, ask questions and see how I can help with any roadblocks that have popped up. Providing these opportunities isn’t just about handing them out and waiting for the project to get done. Checking in and actively helping when needed shows your support as their manager and will make sure the project gets completed successfully.

Checking in and actively helping when needed shows your support as their manager and will make sure the project gets completed successfully.”

The career growth of everyone on my team is a high priority for me. This means I am always trying to carve out time in our regular check-ins to ask about different areas of interest a team member may have. I find that if the stretch assignment aligns with the interests of the team member, they are not only more likely to succeed but be engaged and enjoy the additional workload. I take an active interest, whether I am the one managing the project or not, so I can lend my advice or support along the way. A large aspect of this support is helping to manage priorities, so no one is feeling overwhelmed or stressed, while also ensuring that day-to-day tasks and tasks related to other projects are still on target.

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Stretch Assignments that Develop Strategic, Interpersonal, and Personal Skills

Given that most development occurs through experience (McCall, Lombardo, & Morrison, 1988), stretch assignments can provide a great vehicle for driving employee learning and/or leadership development. Stretch assignments are essentially short-term projects or assignments that provide unique and challenging experiences for the purpose of developing employee/leader skills and abilities. Although the use of on-the-job development is clearly on the rise, it is often applied without consideration of the necessary planning and support mechanisms.

The first thing to keep in mind if you’re thinking about leveraging stretch assignments for developmental purposes is the common-sense notion that different stretch assignments develop different abilities (e.g., public speaking skills cannot be developed through writing policy statements or crunching numbers). Because of this, it is important to first identify the specific skill(s) to be developed. Once you have a list of skills, the next step is to identify the available assignments that provide relevant exposure. This article will help you with this first critical stage of using stretch assignments – that is, thinking about competencies and identifying assignments. Below is a list of stretch assignments that have been shown to develop competence in the following three areas: strategic skills, interpersonal skills, or personal effectiveness.

If you would like to share this list, check out our reference guide which contains the same information in a PDF format.

Strategic Skills

These assignments will help develop competencies related to expanding one’s awareness of organizational functions and strategy ( e.g., coping with ambiguous situations, gaining a strategic perspective, influencing others, working with customers, problem solving )

• Spend 3 days with clients and report back (presentation or written report)
• Conduct a customer-needs analysis
• Write a policy statement
• Interview external stakeholders about their opinions of the organization
• Analyze and compare a competitor’s product or service
• Put together a presentation for a senior employee (i.e., supervisor or manager)
• Evaluate a training program
• Join a cross-functional team
• Join work on a project that has been unsuccessful
• Put together a task-force to solve a tough problem
• Monitor a new product or service through its entire life cycle

Interpersonal Skills

These will help develop competencies that increase one’s effectiveness to work with and manage other employees or teams ( e.g., communication, listening, managing conflict, managing relationships, teamwork, negotiation, trust, approachability, delegation, leadership )

• Lead a team meeting
• Become a mentor to a new employee
• Train a new employee in a particular skill
• Represent team concerns to supervisor
• Join a team that’s dealing with conflict
• Negotiate a new customer contract
• Take responsibility in resolving a team conflict
• Troubleshoot a performance issue
• Become a campus recruiter
• Interview customers and report back
• Work with a peer on a developmental opportunity
• Delegate 2 tasks to a peer and ask him/her to delegate 2 to you

Personal Effectiveness

These are oriented around competencies most closely related to your performance and personal development ( e.g., organizing, planning, intellectual acumen, creativity, composure, time management, work/life balance, decision quality, customer service )

• Help launch a new product or service
• Re-launch a product or service that previously failed
• Learn a new tool, process, or approach and give a presentation on it
• Work with someone from another department on a tough issue
• Handle a difficult negotiation with an internal or external client
• Take on a project that others have failed in
• Write a press release
• Teach a seminar on an unfamiliar topic
• Create a customer satisfaction survey
• Take on a task that you do not like to do
• Take on an employee’s tasks who is on vacation
• Conduct interviews with employees on their work/life balance experience & present findings

Note: This list is informed by research presented in Lombardo & Eichinger’s (1989) book entitled “Eighty-eight assignments for development in place,” and Yost & Plunkett’s (2009) book entitled “Real time leadership development.” I highly recommend both books as resources for any organization that currently applies stretch assignments or plans to in the future.

Going Forward…

Going forward, keep in mind that this is only a single piece in effective use of stretch assignments for developmental purposes. There are a number of mechanisms that are critical for actually translating experience into learning and development. Employees who will be given stretch assignments need the active support ant participation of their supervisor before, during, and after:

• Before – to meet with the employee and discuss what skills to develop, then chose a stretch assignment and identify learning goals
• During – to give immediate feedback, support and encouragement, and provide access to resources (e.g., time to participate in assignments, introductions to other people who can provide guidance)
• After – to reflect and debrief on what was learned during the assignment and how that can be applied to their current job or future development

Happy Development!

– Scontrino-Powell

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What are stretch assignments and why should you care.

March 20, 2024

Delta International

stretch, assignments, why?, how

• 1.1. Benefits of Stretch Assignments
• 2.1. Tips for Completing Stretch Assignments

Common Mistakes to Avoid with Stretch Assignments

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Stretch assignments are challenging tasks that are designed to help employees develop new skills and grow in their careers. They are often given to employees who are ready for a challenge and who have the potential to learn and grow from the experience.

Stretch assignments can benefit employees in a number of ways. They can help employees to develop new skills, increase their confidence, and take on more responsibility. They can also help employees to see their own potential and to set ambitious goals for themselves.

In this article, we will discuss what stretch assignments are, why they are important, and how to create and complete them successfully. We will also provide tips for avoiding common mistakes with stretch assignments.

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Stretch Assignments: What Are They?

Stretch assignments are challenging tasks that are designed to help employees develop new skills and grow in their careers. They are often given to employees who are ready for a new challenge or who are looking to take on more responsibility.

Stretch assignments can be used to improve employee performance, increase employee engagement, and help employees achieve their career goals. They can also be used to identify high-potential employees and develop them into future leaders.

When creating stretch assignments, it is important to consider the employee's skills, experience, and interests. The assignment should be challenging, but it should also be achievable. It should also be relevant to the employee's current role and future goals.

Stretch assignments can be given to employees in a variety of ways. They can be assigned as part of the employee's regular work duties, they can be given as part of a special project, or they can be offered as part of a formal development program.

Image Source:  ccl.org

Benefits of Stretch Assignments

Stretch assignments offer a number of benefits for employees, including:

• Increased skill development
• Improved job performance
• Greater job satisfaction
• Increased career opportunities
• Enhanced motivation
• Greater sense of accomplishment

When employees are given the opportunity to stretch themselves and take on new challenges, they are more likely to develop new skills and knowledge. This can lead to improved job performance and greater career opportunities. Additionally, stretch assignments can help employees to feel more challenged and engaged in their work, which can lead to greater job satisfaction.

It is important to note that stretch assignments should be challenging, but not impossible. If an assignment is too difficult, it can lead to frustration and burnout. However, if an assignment is too easy, it will not provide the same benefits. The key is to find the right balance of challenge and difficulty.

How to Create Stretch Assignments

Stretch assignments can be a valuable tool for employee development, but it's important to create them in a way that is challenging and rewarding. Here are a few tips for creating stretch assignments:

• Start with the end in mind. What do you want the employee to learn or achieve from the assignment?
• Make sure the assignment is challenging, but not impossible. The employee should be stretched, but not overwhelmed.
• Provide the employee with the resources they need to be successful. This may include training, mentorship, or access to experts.
• Set clear expectations and deadlines. The employee should know what is expected of them and when they need to complete the assignment.
• Provide feedback throughout the process. This will help the employee stay on track and make sure they are meeting the expectations of the assignment.

By following these tips, you can create stretch assignments that will help your employees grow and develop in their careers.

Tips for Completing Stretch Assignments

Here are some tips for completing stretch assignments successfully:

• Set realistic goals for yourself.
• Break down the assignment into smaller, more manageable steps.
• Seek out support from your manager or colleagues.
• Don't be afraid to ask for help when you need it.
• Stay focused and motivated.
• Celebrate your successes, big and small.

While stretch assignments can be a valuable tool for employee development, there are some common mistakes that can be made when creating or assigning them. Avoiding these mistakes can help ensure that stretch assignments are effective and beneficial for employees.

Here are six common mistakes to avoid with stretch assignments:

• Not providing enough support
• Setting unrealistic expectations
• Micromanaging
• Failing to provide feedback
• Not recognizing success
• Creating a culture of fear

By avoiding these mistakes, you can help ensure that stretch assignments are a positive and productive experience for employees.

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Stretch assignments can be a valuable tool for employee development and growth. By providing employees with challenging opportunities, stretch assignments can help them to learn new skills, take on new challenges, and grow in their careers. When used effectively, stretch assignments can benefit both employees and employers.

If you are an employer, consider offering stretch assignments to your employees as a way to help them develop their skills and grow in their careers. If you are an employee, be open to taking on stretch assignments as a way to challenge yourself and learn new things.

Stretch assignments can be a great way to achieve your goals and reach your full potential.

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Stretch Roles: Why They Benefit Your Career and Why Women Aren’t Taking Them.

Research from Catalyst suggests that on-the-job experiences account for 70 percent of the most valuable career development tools for employees, compared to networking and mentoring (20 percent) and formal programs (10 percent. These on-the-job experiences include stretch assignments, or challenging projects in which an employee must develop new skills and improve their capabilities in order to be successful. Stretch assignments not only prepare employees for future managerial roles, they highlight high potentials and put them on the map for leadership consideration. According to the Catalyst report “ Good Intentions, Imperfect Execution? ”, of the high potentials they questioned, 62 percent claimed that obtaining stretch assignments was most favoring to their careers above any other factor.

However, the most interesting finding of the report is that men were more likely to land high-profile assignments than women, were staffed with three times as many employees as women, on projects with budgets twice the size of women’s project budgets.

Sponsorship is a key factor in securing stretch assignments Lack of sponsorship is a crucial factor that could be preventing women from attaining high-profile assignments, and ultimately advancing to executive board positions, which stems from a societal fear of rumor and scandal. According to Sylvia Ann Hewett in an article published on the HBR Blog Network, “Women suffer a disproportionate amount of damage in the fallout from illicit relationships between a male boss and a female subordinate.” The fear of even be suspected of an improper relationship prevents 64 percent of executive men and 50 percent of junior females from seeking out private encounters, let alone a sponsorship relationship.

Unwillingness to ask for help could also be a culprit here. “Women fear rejection more than men in this area. They often feel it’s ‘pushy’ to ask [for help] as though they are saying I can’t do it myself ,” said Judith Glaser, CEO of Benchmark Communications, Inc. and Chairman of The Creating WE Institute. Understanding that gaining sponsorship attributes to 70 percent of your overall career advancement (by opening up opportunities for on-the-job experiences) may help alleviate some uneasiness of coming off vulnerable or incompetent. “Climbing alone is not an option anymore,” reminded Glaser.

Choosing the Right Sponsor to Elevate Your Potential When seeking out a sponsor, research is important. Identify leaders with credibility and influence, and don’t shy away from male sponsors. Present yourself as a talented, capable employee, and look for a sponsor who values the contributions you have made in your career thus far.

The best sponsor is a member of leadership who not only provides you with valuable information to increase your skills, but works as an advocate for your advancement in meetings and other situations where you are not present. According to the HBR Blog Network article “ The Real Benefit of Finding a Sponsor, ” a sponsor should do two or more of the following:

• Heighten your knowledge and skill level
• Foster connections (both inside and outside of the company)
• Boost your visibility
• Advocate on your behalf at meetings
• Direct you to opportunities (such as stretch assignments)

“Sponsors bring a telescopic view into what’s going on in the organization and they can spot places where you should get involved,” said Glaser. The perspective, support, and leeway that a sponsor provides is crucial to opening doors in the face of competition. Catalyst found that 44 percent of high potentials described the relationships they developed with important staff members as the number one reason for their success, and quite possibly their courage. According to the report, 43 percent of men and 36 percent of women will even ask for a stretch assignment without a sponsor, compared to 56 percent of men and 44 percent of women with sponsors.

Things to consider before asking for a stretch assignment The key to truly benefiting from a stretch role is to make sure it is the right assignment for your career aspirations. Establish your goals with your sponsor so they can help you identify the right path to get you there. A good sponsor will be able to help you pinpoint and land an assignment with the same risk, visibility, and need as the high profile assignments men are more likely to win.

Is there need? Before requesting an assignment, take a good long look at your company and find where its needs are. “Identify issues in the company needing special attention or extra effort. Spot a place where you see you can step up,” suggested Glaser. “Have a conversation with your boss and let them know you want to get involved in working on a challenging assignment,” she added. Don’t be afraid to pursue an assignment in a department that is not your home department. In fact, “stretching” yourself to work on assignments across departments is a great way to prove to management how serious you are about the company, how much you are capable of, and how useful you can be. “Show that you are open and want to help the company grow, or you want to put extra time into an important project where talent has not yet been assigned,” said Glaser

Does it have enough risk? According to areport article on HBR Blog Network, “ Positioning Yourself for a Stretch Assignment ,” the best assignments have a 50 percent to 70 percent chance of success. You should be prepared to work very hard while on this assignment. The real value of a stretch role comes from being forced to pick up new skills quickly and demonstrate your abilities in order to succeed.

Does it have enough visibility? Besides developing your skills and capabilities, stretch assignments are meant to put you on the spotlight in the eyes of leadership. Make sure that the project you are pursuing will get you noticed by the right people, otherwise it might not have as much of a positive impact on your career advancement as you initially hoped.

Warm-Up Stretch You may be able to start with a small or short-term stretch assignment without approval at first. Not only would this give you a better idea of whether you have what it takes to pursue a more challenging assignment, it will begin to spark interest from potential sponsors, if you don’t already have one. After all, a sponsor will only advocate for you if they can identify you as a high potential. Taking on smaller projects demonstrates initiative, passion, and a simultaneous attention to detail and the broader scope of your company’s long-term goals as well as your own.

“Push yourself to think ahead about what you want to accomplish and what you aspire toward,” said Glaser. “This primes your brain to stretch.”

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• Exercise & Fitness

What Happens to Your Body If You Don’t Stretch

B e honest: do you stretch before and after your workouts? If you don’t, you actually might be onto something. Most physically active adults with reasonable fitness goals may not need to stretch at all.

Here’s what every busy person should know about stretching—and how little you can get away with doing.

What is stretching, anyway?

There are two main types of stretching: static and dynamic. Static is when you hold a stretch for at least 10 to 30 seconds. Reach toward your toes for half a minute, and you're doing a static stretch. “That’s the stuff you can do at home when you’re on your own in the evening to maintain flexibility,” says Kieran O’Sullivan, a lecturer who studies musculoskeletal pain and injury at the University of Limerick in Ireland.

The second type is dynamic stretching . This is a faster, “bouncy” type of stretch repeated multiple times. This type of stretching is common among athletes preparing for a game or a race because it helps warm up the muscles more than static stretching does, O’Sullivan says. A dynamic stretch is never held; the person stretching is always in motion. (Imagine swinging your leg up in front of you, then touching your toe with your opposite hand and repeating.) It's a great way to get warm, which helps bring oxygen to the muscles, activating them so they’re ready to work.

Why do people stretch?

There's a scientific reason. During a stretch, you temporarily reduce the amount of blood flowing to your muscles, explains Judy Delp, a professor of biomedical sciences at the Florida State University College of Medicine. “That’s actually a good signal for the muscle and for the blood vessels to stimulate changes in metabolism in the muscle,” she says, and stretching triggers the growth of capillaries that deliver blood, oxygen, and nutrients to your muscles to help them function more efficiently.

Read More : Why Walking Isn’t Enough When It Comes to Exercise

But mostly, we stretch because it feels good, says Nicolas Babault, a professor who studies the physiology of exercise at the University of Burgundy in France. “Sometimes that’s the reason why people do some stretching at the end of a very exhausting training session," he says. "After that, they feel better.” However, stretching either before or after your workout does little to impact muscle soreness over the next few days, according to a Cochrane review of 12 randomized controlled trials.

The limitations of stretching

As you stretch, it might seem like your muscles are getting longer over the course of a few minutes, but that’s not really the case. While long-term regular stretching could have this effect, O’Sullivan says that if you can’t touch your toes when you start stretching but you can after two minutes, what’s really happening is that your muscles become more tolerant of stretching . “Your body relaxes and lets you go a little further,” he says. After you’re done, your muscles pretty much go back to normal.

For athletes whose sports require major flexibility—such as dancing, gymnastics, and ice skating—regular stretching over months and years can elongate muscles and greatly increase range of motion. But some casual stretching before or after a workout probably isn’t going to make you any more flexible than the workout itself does.

What happens if you never stretch?

If you’re completely sedentary—forgoing both stretching and physical activity—your muscles won’t be able to use oxygen as effectively, meaning you’ll lose strength and endurance, says Delp. You’ll also start to lose range of motion over time. Stretching is a good way for people who have become inactive to start working their muscles and rebuilding the blood vessels they need to deliver nutrients that can help them get moving again, she says.

However, “if you walk regularly and you’re taking your joints through that range of motion, you are [stretching] without realizing it,” Delp says. “With every phase of your gait, you are actually lengthening different muscles, and you are actually stretching muscles.”

Read More : Your Brain Doesn’t Want You to Exercise

You can also get some stretching in by doing muscle-strengthening sessions. " Strength training done well will also increase your flexibility,” O’Sullivan says. To get the greatest flexibility gains from weightlifting, make sure you’re working through your full range of motion. That means if you’re doing a bicep curl, once you reach the top and your hand is near your shoulder, you should slowly let the weight back down rather than immediately dropping and releasing the weight.

Stretching has its benefits and can have a place in your exercise routine, but it’s not the most important piece of the fitness puzzle.

“Most people I know say, ‘I have about 45 minutes about four to five times a week,’ or some variation of that,” O’Sullivan says. “And in that period of time, the value of stretching relative to other workouts becomes much less.”

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Zach Edey was a one-man show in the national final. Purdue needed even more.

GLENDALE, Ariz. — Early in the second half of Monday night’s NCAA men’s basketball tournament championship game between a pair of No. 1 seeds, Purdue’s Zach Edey leaped for a one-handed putback dunk against Connecticut. It’s a shot the two-time reigning national player of the year made routinely over a decorated career.

But this time the ball struck the back iron and never had a chance of going through the cylinder. Moments later, the 7-foot-4 center missed a layup for the second time in the second half, failed to hit the rim on the front end of a one-and-one and followed that errant free throw with a traveling violation that yielded a three-pointer for the Huskies.

Over that rare mistake-prone stretch for Edey, Connecticut expanded its lead to 18, all but ensuring the transcendent senior would fall one victory short of delivering the Boilermakers the first national championship in program history. The Huskies instead became the first school since Florida in 2006 and 2007 to claim consecutive NCAA titles after closing out a 75-60 triumph .

Edey shook off the fatigue that had him frequently a step behind in transition in the second half’s early going and finished with 37 points and 10 rebounds, both game highs. But by the time he got on track again and reeled off nine consecutive points, it was too late for a program seeking to follow Virginia in 2019 as the second top seed to win a national championship one season after losing to a No. 16 seed in the round of 64.

“It’s something I’ve dealt with all year,” Edey said of the defensive attention paid to him in the final game of his college career. “Teams kind of game-plan around guarding the post a lot of times when they play us. They did a great job of showing, kind of mixing up defenses, playing some one-on-one. I’ve just got to play better. This is one of those games where I can’t go through stretches where I’m not effective. I had a few of those stretches today, and that was the game.”

Connecticut (37-3) almost exclusively guarded Edey with a single defender, rarely double-teaming the first player since Oscar Robertson in 1960 to lead the country in scoring (Edey averaged 25.2 points per game) and advance to the Final Four in the same season. Center Donovan Clingan, at 7-2, drew the initial assignment on Edey, who muscled his way to 16 points and five rebounds in the first half.

Clingan picked up his third foul with 14:15 to play in the second half, and Connecticut Coach Dan Hurley deployed reserve Samson Johnson to guard Edey. The junior forward gave away six inches and 75 pounds to Edey and fouled out with 5:38 left. Purdue (34-5), however, trailed 63-46 at the time after the Huskies got Alex Karaban’s dunk and Stephon Castle’s layup.

“People have no idea the burden you carry when you’re as good as he is [and] produce like he does,” Purdue Coach Matt Painter said. “... I just told him in the locker room: ‘You’re not going to go on in life and push past here and not deal with adversity in the workforce, in relationships, everything. You’re going to deal with adversity.’ He was superior dealing with adversity.”

Edey (15 for 25 from the field, 7 for 10 on free throws) did extend his record streak of NCAA tournament games with at least 20 points and 10 rebounds to seven. The next-closest player to accomplish the feat was Navy center David Robinson in five straight games in 1986 and 1987.

“I think for me, the big thing is you can say whatever you want about me,” Edey said. “You can say — however I played, you can say whatever, but you can never say that I didn’t give it my 100 percent every single time I stepped on the floor, every single time I went and practiced. That’s what I’ll always hang my hat on.”

Edey received scant help from teammates. Point guard Braden Smith was the only other Boilermakers player to score in double figures; he had 12 points. The sophomore added eight assists with one turnover but shot 4 for 12.

With the Huskies electing to guard Edey without running a second defender at him, Purdue’s guards labored to get clean looks from behind the arc. The Boilermakers went 1 for 7 on three-pointers two days after making 10 of 25 in a 63-50 win against No. 11 seed North Carolina State in the national semifinals.

The looming question is where Edey, a traditional back-to-the-basket big man, winds up in the NBA draft. He announced this season that he would not use a fifth year of eligibility available to him because of the waiver granted by the NCAA during the coronavirus pandemic.

“He was a guy that didn’t get recruited, then all of sudden he started to get recruited, then that picked up, that got him on edge,” Painter said. “All the great ones stay on edge. He’s going to be a terrific NBA player. We’re really proud of him.”

March Madness

The NCAA men’s and women’s basketball tournaments have concluded. Get caught up with the men’s bracket and women’s bracket .

Find all of The Post’s latest NCAA tournament coverage in our March Madness hub .

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Why beating inflation is turning out to be as hard as losing weight

A customer shops at a grocery store in Chicago on Feb. 13, 2024. Annual inflation has eased significantly since two years ago but it has remained stubbornly above 3% this year. Scott Olson/Getty Images hide caption

A customer shops at a grocery store in Chicago on Feb. 13, 2024. Annual inflation has eased significantly since two years ago but it has remained stubbornly above 3% this year.

Beating inflation is starting to feel a lot like losing weight, at least before the Ozempic era: Losing the first pounds is generally easier — it's getting rid of the last ones that's proving hard.

Data released on Wednesday showed consumer prices moving in the wrong direction once again, rising 3.5% in March from a year earlier, a little hotter than the 3.4% rise economists had predicted.

Federal Reserve holds interest rates steady, projects three rate cuts later this year

That also marked a slight pick-up from the 3.2% annual gain seen in February.

And inflation in March also turned out to be hotter than expected when measured on a monthly basis.

Inflation at these levels is still significantly better than it was two years ago, when it peaked at a decades-high of 9.1%.

But inflation is proving to be very stubborn. Although the Federal Reserve has managed to get inflation down significantly from two years ago, it's finding it exceedingly hard to push it below that 3% level.

That matters. That's because a rise of consumer prices above 3%, as it has been through this year, still feels high for many people across the country.

Why the last stretch in the inflation fight is so hard

What makes the current state of inflation particularly problematic is that it's hitting people in ways they can't avoid.

Among the drivers of inflation in March were rents, car insurance and electricity, for example.

"I mean, it's nice to see new and used car prices coming down a little bit, but they're still very high. And people don't go buy a car every month," says Greg McBride, Chief Market Analyst for Bankrate.

"But they do pay the electric bill every month. They do pay the rent every month. And they do have to pay the insurance on the automobile every month."

Gas prices in large parts of the country are rising on the back of higher oil prices. That threatens to push up inflation higher. Scott Olson/Getty Images hide caption

Gas prices in large parts of the country are rising on the back of higher oil prices. That threatens to push up inflation higher.

And lately, another factor is threatening to push up inflation: gas prices. That's because oil prices have been rallying recently because of a number of factors including worsening geopolitics in the Middle East and improved global demand.

The Fed will likely stay cautious

For the Fed it poses a dilemma: Policymakers have made clear they want to see inflation moving more consistently towards its 2% target before it starts cutting interest rates.

It's hard to say when that will happen. Though there are promising signs, they are not conclusive yet.

Fed Chair Jerome Powell this month acknowledged that inflation appeared to be on a "sometimes bumpy path," and was resolute in holding firm on interest rates for now.

"We do not expect that it will be appropriate to lower our policy rate until we have greater confidence that inflation is moving sustainably down toward 2%," Fed Chair Jerome Powell said in a speech this month at Stanford University.

For now, investors are reassessing when the Fed might be ready to cut rates.

Stock and bond markets tumbled on Wednesday after the inflation data came out.

Here's a big reason why people may be gloomy about the economy: the cost of money

Earlier this year, markets had been hopeful the Fed would deliver more than the projected three rate cuts and could even be ready to move quickly.

But the stubbornness of inflation has investors reassessing their calls for interest rate cuts.

Investors are now bracing for fewer than three rate cuts and are eyeing the first potential rate cut in July at the earliest — though expectations can shift.

Ultimately, however, like losing weight, much will depend on whether the Fed can finally shed the last "pounds" of inflation and get it to its goal of 2%.

And it likely won't be easy.

• Fed Chairman Jerome Powell
• consumer prices
• Federal Reserve
• interest rates